Montana State University
PA-7: Support for Underrepresented Groups
| Status | Score | Responsible Party |
|---|---|---|
|
2.92 / 3.00 |
Ariel
Donohue Director Diversity Awareness Office |
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Montana State University’s campuses are committed to providing an environment that emphasizes the dignity and worth of every member of its community and that is free from harassment and discrimination based upon race, color, religion, national origin, creed, service in the uniformed services (as defined in state and federal law), veteran’s status, sex, age, political ideas, marital or family status, pregnancy, physical or mental disability, genetic information, gender identity, gender expression, or sexual orientation. Such an environment is necessary to a healthy learning, working, and living atmosphere because discrimination and harassment undermine human dignity and the positive connection among all people at our University. Acts of discrimination, harassment, sexual misconduct, dating violence, domestic violence, stalking, and retaliation will be addressed consistent with this policy.
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
A brief description of the institution’s discrimination response protocol or team:
This reporting is now done here (http://www.montana.edu/equity/discrimination/) and guidance for witnesses can be found at http://www.montana.edu/equity/witnessinfo/index.html. Response protocols are outlined here: http://www.montana.edu/equity/policies/grievanceprocedures.html.
Once OIE receives a report, it conducts an immediate health and safety risk assessment, and if it is safe to do so for the person who experienced the behavior, and additional immediate action is not required, OIE provides outreach, including rights and resources to the individual who experienced the behavior. 99.9% of the reports to OIE, including bias response reports, receive this outreach. The remaining .1% are cases where there are health and safety risks to campus that require different, immediate action. OIE also coordinates with UPD and the Clery Coordinator regarding Hate Crimes. For incidents related to Title IX, OIE coordinates a unified response from the Dean of Students, Residence Life, Athletics (if appropriate), the VOICE Center (victim advocacy), appropriate academic units, and University Police. (Note: University Police are a fully commissioned law enforcement agency in the State of Montana). For all other reports, OIE coordinates an institutional response including the appropriate groups.
Generally, the individual who experienced the behavior, including acts of bias, discrimination, or hate crimes, remain in control of the response to the behavior, as OIE uses a trauma informed approach to navigating these situations. In the rare case of a mandatory investigation, OIE still uses a trauma informed approach, but can require participation to ensure that the behavior has stopped, prevent the recurrence of the behavior, and address the effects on the community.
OIE provides access to resources, and is the office that coordinates the support of individuals who experience discrimination and harassment, individuals who receive reports, individuals who witness incidents, individuals supporting people who have experienced the behaviors, and others identified through the process who are impacted by the discrimination and harassment. The interim measures available, and assistance in accessing resources is determined by the Director of OIE, and can include, but is not limited to, academic assistance (e.g. moving exams, extending deadlines, incompletes), employment assistance (e.g. moving desk spaces, changing supervisors, implementing safety plans), housing assistance (e.g. assisting with a move or access to different housing options in the on campus environment), and accessing resources (e.g. providing access on an expedited basis to on campus mental health services, assistance in accessing advocacy services, access to police services in an expedited fashion without having to go to the police station).
Affirmative Action Plans: https://www.montana.edu/hr/recruitment-guidelines/affirmative_action_plan.html
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
Programs to recruit students largely focus on American Indian students, partnering with high schools and Tribal Colleges across the state to inform students of opportunities at MSU. MSU’s American Indian/Alaska Native Student Support Center hosts high school visits throughout the year, offers a Native Pathways to Success orientation experience, and coordinates the Rockin the Rez program which is a recruitment program to tribal communities in Montana.
As for faculty hiring, we have developed an Inclusive Excellence Hiring Initiative which has been on hold due to a statewide hiring moratorium. The intention is that this program will develop stronger networks and pathways to recruiting faculty who contribute to the diversity of MSU. This is part of a broader recruitment and retention effort around diversity that we are engaged in as members of the Aspire IChange Network.
Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Student support: American Indian Student Support Services offers mentoring, advising, academic support, and other culturally-based programs to support American Indian Student Success. The DISC offers mentoring and programming to support students from a variety of underrepresented identity groups.
https://www.montana.edu/aiansss/
https://www.montana.edu/studentdiversity/programs_events/identity-based-mentoring.html
We also offer networks and community building support groups for faculty/staff who identify as BIPOC and LGBTQ. https://www.montana.edu/diversity/gather.html; Queer Faculty and Staff Association.
Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
MSU is a member institution of Leadership Alliance which offers opportunities to underrepresented minorities and Pell-eligible/rural/first generation students who are considering careers in research or academia. MSU is one of only 30 member institutions designated to participate in the Leadership Alliance Summer Research.
https://theleadershipalliance.org/where-we-do-it
https://theleadershipalliance.org/summer-research-early-identification-program
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.